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Interprofessional dialogue between employer organisations and employee organisations: National Labour Council

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Interprofessional dialogue between employer organisations and employee organisations: National Labour Council

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  1. “The Industrial Relations in the commerce sector: analysis of organizational models and tools developed by social partners at European and national member States level to guarantee more opportunities to workers and companies”.Budget Heading 04.03.03.01Kick-Off MeetingPerugia, 16th -17th of February 2012

  2. Social dialogue in Belgium • Interprofessional dialogue between employer organisations and employee organisations: National Labour Council • Framework agreement for further sectoral dialogue: e.g. apart from indexation there is 0.30% wage increase in 2011 - 2012 • UNIZO represents SMEs • Sectoral dialogue between employer organisations and employee organisations: Joint Committees • concrete collective labour agreements on wage and terms of employment • Buurtsuper.be represents employers: • - e.g. Joint Committee for Independent Supermarkets (JC 202.01 / white-collar workers) • - e.g. Joint Committee for blue-collar workers in the food business (JC 119 / blue-collar workers) • Every two years there are negotiations on the collective labour agreements (e.g. 2011 – 2012) Luc Ardies

  3. 2. Example of collective labour agreements JC 202.01 2011 – 2012: • Monthly wages +€7.17 (=+0.30%) • Annual bonus €250 • Bicycle allowance increase from €0.10 to €0.15 per km • Entitlement to early retirement from 58 years subject to certain conditions (e.g. length of service) • Industrial peace clause: employee organisations make no-action commitment Luc Ardies

  4. 3. Social dialogue in SMEs • Obligatory: pay and employments provisions of the collective labour agreements of the Joint Committee • Employer and employee organisations defend members’ interests in the Joint Committee • No trade-union representation and negotiations in SMEs • In case of conflict between employer and employee in the company: regional dialogue bodies for mediation Luc Ardies

  5. 4. How is personnel involvement increased in SMEs? • According to HIVA research, employee satisfaction is highest in SMEs: • greater autonomy to take decisions personally • varied work • direct contact with manager (lack of unwieldy management structure) • more transparency vis-à-vis company mission, vision and strategy • Pay is lower in independent supermarkets than in supermarket chains (c. 10%) • Twenty-five year old supermarket employee earns € 1700/month • Employer cost is € 2900/month • Weekly working time is 38 hours • Social Fund premiums • Employers pay extra contribution to social security costs (0.10%) • Employees enjoy subsidies for nurseries, etc. Luc Ardies

  6. 5. Our questions for the future • What will motivate an employee in 2020? • Today’s teenagers (our employees in 2020) do not like strict structures, want to multitask, prefer job enjoyment to job security and a career with one and the same employer • How should the employer capitalise on this? • What about the growing number of over-fifties on the labour market? • How can we deploy them meaningfully in the labour market? • How can our collective labour agreements respond to this? Luc Ardies

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